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2.
Br J Nurs ; 28(20): 1337, 2019 Nov 14.
Artigo em Inglês | MEDLINE | ID: mdl-31714822

RESUMO

Proposals to tackle nursing recruitment and retention issues centre on addressing workplace culture and improving leadership, as Janet Scammell, Associate Professor (Nursing), Bournemouth University, explains.


Assuntos
Liderança , Cultura Organizacional , Seleção de Pessoal/organização & administração , Medicina Estatal/organização & administração , Estudantes de Enfermagem/psicologia , Educação em Enfermagem , Humanos , Lealdade ao Trabalho , Reino Unido
3.
Asia Pac J Public Health ; 31(5): 433-442, 2019 07.
Artigo em Inglês | MEDLINE | ID: mdl-31200614

RESUMO

Village health workers (VHWs) are the first contact extending vital health services to unreached and underserved communities in Bhutan. VHWs truly embody the principles of primary health care and are effective catalysts in promoting community health. This study identifies and confirms factors motivating VHWs to remain in the health care system. This is a quantitative study with a cross-sectional survey design. Two-stage cluster sampling was used with VHWs from 12 districts representing 3 regions of Bhutan. Data were collected using pretested semistructured questionnaires. Confirmatory factor analysis was used for data analysis. Findings reveal a 4-factor model of motivations among VHWs that includes social, personal, job related, and organizational factors. Among these, the social factor most significantly motivates VHWs to remain in the health care system. VHW motivation can be further fostered by providing a holistic combination of financial and nonfinancial incentives that recognize intrinsic needs and empower innate altruism.


Assuntos
Agentes Comunitários de Saúde/psicologia , Motivação , Lealdade ao Trabalho , Serviços de Saúde Rural/organização & administração , Adulto , Butão , Agentes Comunitários de Saúde/estatística & dados numéricos , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Atenção Primária à Saúde/organização & administração , Inquéritos e Questionários
4.
Int Nurs Rev ; 66(3): 381-388, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31184381

RESUMO

AIM: The objective of this study was to verify the mediating role of work engagement between self-efficacy and affective organizational commitment on the basis of the Job Demands-Resources Model in a sample of Spanish nursing staff. BACKGROUND: Affective organizational commitment is a key element, both for the permanence of nursing staff and for the provision of an excellent quality of care of health organizations. However, the relationships between self-efficacy, work engagement and affective commitment to the organization have been little explored within the nursing context. METHODS: A total of 527 nursing professionals from Spanish public hospitals in Andalusia were surveyed, obtaining a convenience sample of 324 participants (52.96% nurses, 47.04% nursing assistants). The mediating role of work engagement was examined using structural equation modelling and the bootstrapping method. RESULTS: The results showed that affective organizational commitment was positively predicted by self-efficacy and work engagement. Work engagement had a direct effect on affective organizational commitment, while the effect of self-efficacy on affective commitment was totally mediated by work engagement. CONCLUSIONS: The results give empirical support to the Job Demands-Resources Model, which raises the mediating role of work engagement between self-efficacy (personal resource) and affective organizational commitment (organizational result). IMPLICATIONS FOR NURSING PRACTICE: Health organizations should be aware that a greater perception of efficacy beliefs and work engagement strengthens the affective bond with the organization, thus improving the corporate image of the health institution. IMPLICATIONS FOR NURSING POLICY: Policy changes are necessary to create work environments that enhance the self-efficacy of nursing staff and generate high levels of work engagement, such as flexible training plans and informal support groups.


Assuntos
Satisfação no Emprego , Papel do Profissional de Enfermagem/psicologia , Recursos Humanos de Enfermagem no Hospital/psicologia , Autoeficácia , Engajamento no Trabalho , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Lealdade ao Trabalho , Espanha
5.
J Nurses Prof Dev ; 35(4): 185-192, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31169756

RESUMO

The purpose of this integrative literature review was to identify commonalities among nurse residency programs deployed for greater than 3 years, showing improved job retention and satisfaction. The Johns Hopkins Nursing Evidence-Based Practice Model guided this review. Successful, sustainable nurse residency programs have a strong foundation with committed leadership to support transition; a structured program with defined outcomes to promote clinical competence, safe patient care, and professional development; and an evaluation process to guide continual improvement and meet organizational needs.


Assuntos
Competência Clínica/normas , Internato não Médico/organização & administração , Liderança , Desenvolvimento de Pessoal/métodos , Humanos , Satisfação no Emprego , Segurança do Paciente , Lealdade ao Trabalho
6.
JAMA Netw Open ; 2(6): e196201, 2019 06 05.
Artigo em Inglês | MEDLINE | ID: mdl-31225894

RESUMO

Importance: There is new emphasis on clinician trust in health care organizations but little empirical data about the association of trust with clinician satisfaction and retention. Objective: To examine organizational characteristics associated with trust. Design, Setting, and Participants: This prospective cohort study uses data collected from 2012 to 2014 from 34 primary care practices employing physicians (family medicine and general internal medicine) and advanced practice clinicians (nurse practitioners and physician assistants) in the upper Midwest and East Coast of the United States as part of the Healthy Work Place randomized clinical trial. Analyses were performed from 2015 to 2016. Main Outcomes and Measures: Clinician trust was measured using a 5-item scale, including belonging, loyalty, safety focus, sense of trust, and responsibility to clinicians in need (range, 1-4, with 1 indicating low and 4 indicating high; Cronbach α = 0.77). Other metrics included work control, work atmosphere (calm to chaotic), organizational culture (cohesiveness, emphases on quality and communication, and values alignment; range, 1-4, with 1 indicating low and 4 indicating high), and clinician stress (range, 1-5, with 1 indicating low and 5 indicating high), satisfaction (range, 1-5, with 1 indicating low and 4 indicating high), burnout (range, 1-5, with 1 indicating no burnout and 5 indicating very high feeling of burnout), and intention to leave (range, 1-5, with 1 indicating no intention to leave and 5 indicating definite intention to leave). Analyses included 2-level hierarchical modeling controlling for age, sex, specialty, and clinician type. Cohen d effect sizes (ESs) were considered small at 0.20, moderate at 0.50, and large at 0.80 or more. Results: The study included 165 clinicians (mean [SD] age, 47.3 [9.2] years; 86 [52.1%] women). Of these, 143 (87.7%) were physicians and 22 (13.3%) were advanced practice clinicians; 105 clinicians (63.6%) worked in family medicine, and 60 clinicians (36.4%) worked in internal medicine. Compared with clinicians with low levels of trust, clinicians who reported high levels of trust had higher mean (SD) scores for work control (2.49 [0.52] vs 2.18 [0.45]; P < .001), cohesiveness (3.11 [0.46] vs 2.51 [0.51]; P < .001), emphasis on quality vs productivity (3.12 [0.48] vs 2.58 [0.41]; P < .001), emphasis on communication (3.39 [0.41] vs 3.01 [0.44]; P < .001), and values alignment (2.61 [0.59] vs 2.12 [0.52]; P < .001). Men were more likely than women to express loyalty (ES, 0.35; 95% CI, 0.05-0.66; P = .02) and high trust (ES, 0.31; 95% CI, 0.01-0.62; P = .04). Compared with clinicians with low trust at baseline, clinicians with high trust at baseline had a higher mean (SD) satisfaction score (3.99 [0.08] vs 3.51 [0.07]; P < .001; ES, 0.70; 95% CI, 0.39-1.02). Compared with clinicians in whom trust declined or remained low, clinicians with improved or stable high trust reported higher mean (SD) satisfaction (4.01 [0.07] vs 3.43 [0.06]; P < .001; ES, 0.98; 95% CI, 0.66-1.31) and lower stress (3.21 [0.09] vs 3.53 [0.09]; P = .02; ES, -0.39; 95% CI, -0.70 to -0.08) scores and had approximately half the odds of intending to leave (odds ratio, 0.481; 95% CI, 0.241-0.957; P = .04). Conclusions and Relevance: Addressing low levels of trust by improving work control and emphasizing quality, cohesion, communication, and values may improve clinician satisfaction, stress, and retention.


Assuntos
Pessoal de Saúde/psicologia , Organizações/normas , Atenção Primária à Saúde/normas , Confiança , Local de Trabalho/normas , Instituições de Assistência Ambulatorial/normas , Instituições de Assistência Ambulatorial/estatística & dados numéricos , Comunicação , Eficiência Organizacional/estatística & dados numéricos , Feminino , Pessoal de Saúde/estatística & dados numéricos , Humanos , Medicina Interna/estatística & dados numéricos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Profissionais de Enfermagem/estatística & dados numéricos , Saúde do Trabalhador/normas , Saúde do Trabalhador/estatística & dados numéricos , Estresse Ocupacional/etiologia , Cultura Organizacional , Organizações/estatística & dados numéricos , Lealdade ao Trabalho , Assistentes Médicos/estatística & dados numéricos , Médicos de Família/estatística & dados numéricos , Atenção Primária à Saúde/estatística & dados numéricos , Prática Profissional , Estudos Prospectivos , Responsabilidade Social , Estados Unidos , Carga de Trabalho/estatística & dados numéricos
7.
Rural Remote Health ; 19(2): 4938, 2019 05.
Artigo em Inglês | MEDLINE | ID: mdl-31104467

RESUMO

INTRODUCTION: The health workforce is crucial to reduce inequalities in health and health care in rural areas, and nurses, although there are few professionals and these are poorly distributed compared to other professionals. There are few studies addressing nurses' work in the rural context. This study aimed to investigate the satisfaction and difficulties of the work of primary health care (PHC) nurses in rural areas. METHOD: This is a case study with a qualitative approach, whose subject was the health units in the rural area of a large city in the state of Paraíba, Brazil, with Family Health Strategy teams. Eleven nurses working in rural areas participated in the study. Data were collected through interviews with semi-structured scripts and submitted to content analysis. RESULTS: The study revealed that nurses working in rural areas have experienced job satisfaction with the recognition and gratitude of families, one of the major motivations for professionals interviewed. The nurses are committed and have adequate training in their area of activity. The working conditions, infrastructure, forms of access to the workplace and distance from the decision center are factors that stand out as difficulties of work. CONCLUSIONS: The nurses appreciate each other in their work, establish good relations with the population and work as a team despite the difficulties. The study reveals that nurses and the population experience isolation in the rural area as well as difficulty in accessing the workplace, in the case of practitioners, and in consolidating policies maintained in the urban area. It evidences the nurse as an essential element for PHC in the rural setting, which can make the difference in the care of populations often in the sideline of health services.


Assuntos
Satisfação no Emprego , Recursos Humanos de Enfermagem/psicologia , Lealdade ao Trabalho , Serviços de Saúde Rural/organização & administração , População Rural/estatística & dados numéricos , Local de Trabalho/psicologia , Adulto , Brasil , Humanos , Masculino , Área Carente de Assistência Médica , Satisfação Pessoal
8.
Int J Equity Health ; 18(1): 70, 2019 05 15.
Artigo em Inglês | MEDLINE | ID: mdl-31092262

RESUMO

INTRODUCTION: Aboriginal Health and Wellbeing staff are crucial for successful primary health care for Aboriginal communities. However, they are often affected by high rates of stress, burnout, and staff turn-over, which can impact primary health care delivery to Aboriginal peoples. The aim of this review was to identify organisational factors that help support the retention of Aboriginal Health and Wellbeing staff in Aboriginal Health services. METHODS: A comprehensive literature review was undertaken. Eleven electronic databases were searched for papers published between 2002 and 2017 and supplemented by hand searching. Papers were included if they were in English, full text, peer-reviewed, and had a focus on retention of Aboriginal Health and Wellbeing staff, or health staff in comparable roles working in Aboriginal health services. Twenty-six papers were included in the final review. RESULTS: Five key themes were identified as being important to the retention of Aboriginal Health and Wellbeing staff in Aboriginal Health Services: feeling culturally safe and secure within the workplace; teamwork and collaboration; supervision and strong managerial leadership and support from peers (to debrief, reflect, receive emotional support and strengthen coping mechanisms); professional development (the opportunity for skill development and role progression); and recognition (of work load, quality of work performed, being trusted to work autonomously, and financial remuneration that reflected the high pressure of the role). CONCLUSION: Aboriginal Health and Wellbeing staff are fundamental to successful primary health care for Aboriginal peoples. State and Federal Governments should consider formalising recognition of the significant cultural knowledge that Aboriginal Health and Wellbeing staff bring to their roles. Formal recognition could also pave the way to revise remuneration as well as ensure adequate support mechanisms are put in place to improve retention and reduce stress and burnout affecting Aboriginal Health and Wellbeing staff.


Assuntos
Serviços de Saúde do Indígena/organização & administração , Lealdade ao Trabalho , Humanos
9.
Nurs Manage ; 50(5): 32-37, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31045711
10.
Fam Med ; 51(5): 389-398, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31081910

RESUMO

BACKGROUND AND OBJECTIVES: Medical schools are increasingly challenged to recruit and retain community-based preceptors. Physicians experience various incentives and deterrents to teaching medical students while providing patient care. Self-determination theory (SDT) posits people act in response to internal and external motivations and suggests autonomy, competence, and relatedness are basic psychological needs for well-being and integrity. The applicability of SDT to explain why physicians become or remain a preceptor is uncertain. This study explores physicians' motivations for precepting medical students within the framework of SDT. METHODS: Focus groups were conducted at seven institutions chosen to represent national diversity using a semistructured interview guide based on SDT. Community-based family physicians discussed benefits and barriers to precepting. Interviews were recorded, transcribed, and coded using open codes. Thematic analysis was performed utilizing the conceptual framework of SDT emphasizing the domains of autonomy, competence, and relatedness. RESULTS: Feeling competent about their medical practice and teaching skills, reporting connectedness to the institution and students, and having autonomy over their teaching increased preceptor motivation to teach. Concerns about clinical workload demands, negative teaching experiences, and institutional bureaucracy decreased motivation. CONCLUSIONS: Preceptors choose to become and remain preceptors based on a combination of intrinsic motivating factors and effective external motivators. SDT appears to be a useful framework for assessing and responding to the needs of community-based family medicine preceptors and may be a useful guide for medical educators and policy makers seeking to identify and implement effective strategies to recruit and retain community preceptors to work with medical students.


Assuntos
Medicina Comunitária/educação , Lealdade ao Trabalho , Seleção de Pessoal , Médicos/estatística & dados numéricos , Preceptoria , Educação Médica , Feminino , Grupos Focais , Humanos , Masculino , Motivação , Médicos/psicologia , Estudantes de Medicina
11.
Span J Psychol ; 22: E16, 2019 Apr 17.
Artigo em Inglês | MEDLINE | ID: mdl-30994085

RESUMO

Studies have proposed and validated several measures that evaluate employee's perceptions of the human resources practices (HRP). However, given the changes occurring in the labor market, there is a need to develop a measure specially adapted to the contingent workers specific employment relationship. Thus, this study assesses an HRP system scale that was administered to temporary agency workers (TAW) to examine the scale's response process, internal structure and relation to other variables (i.e., affective commitment). The measure was administered to 4,551 Portuguese TAW. The Messick's validation framework (1995) was use and two sectors were compared. Descriptive analyses, scale reliabilities, item characteristics, exploratory, confirmatory, and multiple group analyses demonstrated that the measure had good psychometric properties. Moreover, there were positive correlations between the HRP scale and affective commitment. The results contribute to a better understanding of managing TAW's in agencies and client companies. HRP are a valuable method for "communicating" with these workers, who are then able to recognize and respond to the investment. This is the first study to develop and assess the psychometric properties of an HRP system measure for TAW and to cross-validate it with workers' affective commitment towards both companies that are involved in this employment relation.


Assuntos
Emprego/psicologia , Administração de Recursos Humanos , Psicometria , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Lealdade ao Trabalho , Psicometria/instrumentação , Psicometria/normas
12.
Int Nurs Rev ; 66(3): 356-365, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-30908635

RESUMO

AIM: This research was carried out in a descriptive and relationship-seeking design to examine the effect on the organizational climate of collegial solidarity among the nurses. BACKGROUND: It is important that nurses work in an organizational climate where they can be in solidarity with their colleagues to offer quality service and to deal with all the problems they face. However, the impact of collegial solidarity on the organizational climate is not yet clear enough. METHODS: This study was performed with a cohort of 333 nurses working in a university hospital in Turkey. Data were collected using the personal information form, the Colleague Solidarity of Nurses' Scale and the Organizational Climate Scale. The data were evaluated using Cronbach's α coefficient, frequency and percentage distribution, the Pearson product-moment correlation coefficient and a simple linear regression analysis. RESULTS: A relationship was identified between the collegial solidarity among nurses and the organizational climate. We have determined that collegial solidarity effects organizational commitment, teamwork, supportive climate, stress, negative interaction, human relations, job satisfaction, hierarchy, and the communication and innovative climate. CONCLUSION: Collegial solidarity among nurses has effects on the organizational climate. IMPLICATION FOR NURSING POLICY AND HEALTH POLICY: It is recommended that executive nurses support the colleague solidarity between nurses in healthcare settings, in particular by reducing stress in nurses, strengthening teamwork and communication and, thus, making the organizational climate more positive.


Assuntos
Relações Interprofissionais , Satisfação no Emprego , Serviço Hospitalar de Enfermagem/organização & administração , Recursos Humanos de Enfermagem no Hospital/psicologia , Adulto , Feminino , Hospitais Universitários , Humanos , Recursos Humanos de Enfermagem no Hospital/organização & administração , Cultura Organizacional , Lealdade ao Trabalho , Turquia
14.
Artigo em Inglês | MEDLINE | ID: mdl-30857145

RESUMO

Retaining proactive employees with the potential to be high performers is recognized as an essential condition for an organization's survival and prosperity. However, few studies have logically explained and empirically clarified the link between proactive personality, which represents a distal proactive tendency, and turnover intention to predict actual turnover behavior. With the research objective to address these research gaps, we expected that work engagement as a proximal motivational mechanism was likely to mediate the relationship between proactive personality and turnover intention, and that job autonomy as a critical job context was likely to moderate the relationship between proactive personality and work engagement. We developed a moderated mediation model incorporating these expectations. The results of the survey conducted on employees working for mid-sized manufacturing firms in Korea were consistent with our expectations. The findings of this study help uncover the intentions of turnover exhibited by proactive employees.


Assuntos
Intenção , Satisfação no Emprego , Lealdade ao Trabalho , Reorganização de Recursos Humanos , Autonomia Profissional , Adulto , Estudos Transversais , Feminino , Humanos , Masculino , Personalidade , República da Coreia , Inquéritos e Questionários , Engajamento no Trabalho
15.
J Prof Nurs ; 35(2): 147-152, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-30902407

RESUMO

Nursing autonomy is an object of ongoing debate. Knowing how the next generation of nurses conceives of autonomy is essential, given its role in professional satisfaction and retention. The aim of this research was to understand how nursing students at the end of their nursing education view nursing autonomy. A qualitative study was conducted with third-year nursing students in Barcelona, Spain, using focus groups. A theme analysis was used and Guba's criteria of credibility, transferability, dependability and confirmability were applied. Three key themes emerged: 1) greater autonomy than expected; 2) historical increase in professional autonomy; and 3) confusion surrounding autonomy. Students' surpassed expectations and awareness of a historical increase in autonomy bode well for the profession. However, confusion about autonomy may lead to false expectations, which may cause some nurses to become frustrated and even leave the profession. Because this process occurs in a context of growing demand for nurses, understanding factors that affect hiring and retention is a priority. Strategies are needed to clarify new nurses' understanding of autonomy.


Assuntos
Atitude do Pessoal de Saúde , Autonomia Profissional , Estudantes de Enfermagem/psicologia , Adulto , Bacharelado em Enfermagem , Feminino , Grupos Focais , Humanos , Masculino , Pessoa de Meia-Idade , Lealdade ao Trabalho , Pesquisa Qualitativa , Espanha
16.
Curr Opin Anaesthesiol ; 32(2): 174-178, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30817391

RESUMO

PURPOSE OF REVIEW: The world has seen a major upturn in international terror awareness. Medicine has had to respond. In addition to the unique physical and mental injuries caused by terror which require special clinical attention, so too terror represents a challenge for medicine from an ethics perspective. RECENT FINDINGS: Several responses in the literature over the past few years have attempted to reflect where the battlefront of ethical dilemmas falls. These include issues of resource allocation, triage, bioterror, the therapeutic relationship with terrorists, dual loyalty, and challenges in the role in the promotion of virtuous behavior as a physician under difficult conditions. SUMMARY: Although many challenges exist, physicians need to be prepared for ethical response to terror. With their associated unique status, providing legitimacy and specialized ability in the management and approach to terror situations, physicians are held to a higher standard and need to rise to the occasion. This is required in order to promote ethical behavior under trying conditions and ethical sensitivity of the medical profession by means of being attuned to the reality around.


Assuntos
Bioterrorismo/ética , Incidentes com Feridos em Massa/ética , Médicos/ética , Alocação de Recursos/ética , Triagem/ética , Protocolos Clínicos/normas , Humanos , Lealdade ao Trabalho , Guias de Prática Clínica como Assunto , Alocação de Recursos/normas , Triagem/normas
17.
Span J Psychol ; 22: E2, 2019 Mar 01.
Artigo em Inglês | MEDLINE | ID: mdl-30819271

RESUMO

Managers are installed by the organization's stakeholders and shareholders to increase the organization's value; at the same time, they depend on their subordinates' acceptance to fulfill this leadership role. If the interest of the organization collides with the interest of their team, some managers act in the interest of their followers accepting potential disadvantages for their organizations and/or external stakeholders. In two experimental studies comprised mainly of German (N = 111) and US (N = 323) managers, we examined combined effects of authentic leadership, organizational identification, and self-perceived team prototypicality on managerial integrity operationalized as expressing work-related concerns to prevent organizations from harm (i.e., managerial voice). Our results show direct effects of authentic leadership and organizational identification on voice behavior across both studies. Furthermore, organizational identification increased voice for managers' low in authentic leadership pointing at a compensation effect. Finally, leader team prototypicality decreased the effect of identification on voice for managers high in authentic leadership but increased voice for managers low in authentic leadership, but only if these managers identified with their organization. In sum, our findings complement prior research that focused mainly on safety and instrumentality concerns by emphasizing the relevance of self-related antecedents of managerial voice.


Assuntos
Emprego/psicologia , Processos Grupais , Liderança , Lealdade ao Trabalho , Comportamento Social , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade
18.
Food Res Int ; 116: 724-730, 2019 02.
Artigo em Inglês | MEDLINE | ID: mdl-30717001

RESUMO

Food retailers struggle to attract new consumers and retain current ones by implementing innovative strategies to achieve competitive advantage. In this context, this presents study aims to understand how perceived retailer innovativeness and perceived food healthiness influence store prestige, store trust, and store loyalty. For this purpose, data were gathered from consumers using a survey instrument. Direct and mediated effects were tested utilizing structural equation modeling. The empirical data confirm the positive role of retailer innovativeness and perceived food healthiness on both store prestige and store trust. The findings also revealed that store prestige and store trust are positively related to store loyalty. In addition, the analyses indicated that store prestige and store trust performed partial mediating influence on the link of perceived retailer innovativeness, perceived food healthiness, and store loyalty. Some implications are also presented based on the research findings.


Assuntos
Comércio , Comportamento do Consumidor , Rotulagem de Alimentos , Valor Nutritivo , Lealdade ao Trabalho , Confiança , Comportamento Competitivo , Difusão de Inovações , Publicidade Direta ao Consumidor , Humanos , Inquéritos e Questionários
19.
J Appl Psychol ; 104(4): 511-536, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30335408

RESUMO

Although social network methods have proven valuable for predicting employee turnover, an informed use of network methods for turnover management requires an integration and extension of extant networks-turnover research. To that end, this article addresses two relatively neglected issues in the networks-turnover literature: the lack of integration of turnover process models into networks-turnover research and the differential influence of "network content" (i.e., instrumental vs. expressive network resources) on turnover processes. To address these issues, we draw from social capital and turnover theories as a basis for investigating how turnover antecedents (i.e., work attitudes, job alternatives, and job performance) mediate the associations between instrumental and expressive degree centrality and turnover. We test a theoretical model using meta-analytic path analysis based on the results of random-effects meta-analyses (64 independent samples of working adults) of instrumental and expressive degree centrality in relation to job satisfaction, organizational commitment, job alternatives, job performance, and employee turnover. We found that both instrumental and expressive degree centrality relate to employee turnover, but through different mediating processes; instrumental degree centrality decreased the likelihood of turnover via job performance and organizational commitment, whereas expressive degree centrality decreased the likelihood of turnover via job satisfaction and organizational commitment. Furthermore, expressive degree centrality (as compared to instrumental degree centrality) had a negative association with turnover after accounting for these prominent turnover antecedents. These findings illustrate the importance of distinguishing between instrumental and expressive network positions in the turnover process as well as the value of leveraging employee networks for employee retention. (PsycINFO Database Record (c) 2019 APA, all rights reserved).


Assuntos
Lealdade ao Trabalho , Reorganização de Recursos Humanos , Rede Social , Desempenho Profissional , Adulto , Humanos
20.
J Appl Psychol ; 104(5): 678-689, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-30525777

RESUMO

Whereas informal job search (i.e., using personal contacts for job search) is positively associated with the receipt of job offers, research has yet to consider the extent to which informal job search translates into current employees' turnover decisions or to investigate factors that may restrain (or facilitate) the translation of informal job search into turnover decisions. In this study, we propose that on-the-job and off-the-job embeddedness play distinct roles in strengthening or weakening the positive relationship between informal job search and turnover intentions and behavior. We assert that on-the-job embeddedness reduces the likelihood that informal job search translates into turnover decisions, whereas off-the-job embeddedness strengthens the positive association between informal job search and turnover decisions. We tested these hypotheses across two samples of employed nurses. Although results were mixed, we found evidence that on-the-job embeddedness dampened the positive relationships of informal job search with turnover intentions and behaviors, whereas off-the-job embeddedness facilitated the positive relationships between informal job search and turnover decisions. Taken together, findings suggest that on-the-job and off-the-job embeddedness influence informal job search processes differently. We discuss the implications of these findings for how organizations manage employees' informal job search activities as well as how researchers approach the study of job embeddedness. (PsycINFO Database Record (c) 2019 APA, all rights reserved).


Assuntos
Candidatura a Emprego , Reorganização de Recursos Humanos , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Enfermeiras e Enfermeiros , Lealdade ao Trabalho , Rede Social
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